Maggie Rice’s Post

Human Resources & Recruiters, The Southlake Focus Group is a Networking & Career Transition group in the Dallas/Ft. Worth area. YTD in 2024, we have had 96 SFG Members announce their landings!! SFG has between 100 and 200 members attend our meetings every Thursday – both in-person and online. If you have job openings that you would like to announce to our group, you are welcome to come to our meetings on Thursdays @ 8:00 a.m. At approximately 8:05 a.m. we encourage recruiters to announce their salaried or contract positions to our members. You will be given ~1-2 minutes to announce your open positions to our members. We encourage that these announcements be made in-person at the meeting. However, you may also make your announcements online. At the end of our Opening Session (~8:45-9:00), we encourage you to meet with our members who have questions about your open roles. The individualized discussions may last as long as you would like. In addition, we encourage you to post your openings to our website which will be seen by over 1400 members. As an FYI, we limit the announcements on openings to full or part time, salaried or contract only opportunities. We do not allow 100% commission or MLM positions. While they may be excellent opportunities, our emphasis is on full or part time salaried openings. There is no charge to Recruiters or HR personnel to announce their open positions.  To our network, we encourage you to re-post and share this information with your LinkedIn Network. Thank You - On behalf of the Southlake Focus Group - Networking & Career Transition Leadership Team!! Charlie Zinger, CMA Foster Williams Pete Hernandez Jude Wardle Jules Ryckebusch Alvin Donohue Terry Sullivan, MBA Khurram Malik Mike Bowen Matt Keelan Thresa Lohmann John L. #sfg #friscoconnect #buzzpro

My team is hiring a full-time, remote instructional designer. We have a fabulous team of passionate people and a great working environment. Come work with us! (Req. #113588)

To all my marketing friends, I'm hiring a Head of Growth Marketing! This is a high impact, high profile role, one that will transform our growth marketing efforts. Great opportunity for a dynamic growth marketing leader with deep enterprise ABM expertise, someone expert in marketing to sophisticated buyer personas -- GC, CCO, COO, CFO. I'm looking for my right hand person to help build on the incredible growth trajectory here at Ontra -- the global leader in contract automation and intelligence for private markets. You'll have massive tailwinds in this role: platform of purpose-built products, industry leading AI, and a roster of the the best private funds customers on the planet. Reach out or apply directly!

I had a great communications team at Disneyland (Kristin and Jay, along with others). We once put a speech together that was organized like chapters in a book. Appropriate for this story was the chapter titled “If their heads are so big, why are their ears so small.” We displayed a picture of the head of a hippo. It addressed the value of listening intently and having the courage to change your perspective if you received new or better information. I had the privilege of working with the management team that ran Knott’s Berry Farm. The Knott’s family had sold the park to Cedar Fair in 1997. By 2011 attendance and profitability had declined for a number of reasons – some obvious, others less so. I seriously wondered if we needed to move away from the park’s legacy and rebrand it, even change its name. At the same time, footers were already poured for a new coaster and millions of dollars were committed to the design and the steel as we sought a greater reputation for thrill rides. Fortunately, our chief marketing officer at the time (Kelley) was very talented and never shied away from pushing back against my opinions. Kelley conducted the classic focus group research and in one particular session she wasn’t getting much useful feedback, until she shocked the group by saying we were considering closing Knott’s (not true). Then it got very emotional. People explained how they grew up with “the farm.” And, how “the farm” held such great memories for them. How we didn’t understand the history of “the farm,” and so on. None of it was about how fast a coaster went. Kelley and her team (Kevin, Lee and many others) concluded that we had it backwards. Instead of running from the Knott’s legacy we needed to lean into it heavily. Coaster cancelled, classic attractions refurbished, a major makeover for the Chicken Dinner Restaurant, Boysenberry Festival, Ghost Town Alive introduced, and of course a bigger investment in Knott’s Scary Farm. I remember a great TV commercial the team developed that treated the rides like crops on a farm. Also, we brought back a great leader (Raffi) to implement the plans. Today Knott’s is one of the most successful parks in the Cedar Fair portfolio, despite operating in a highly competitive market. I want to give credit where credit is due. This wasn’t my idea, but I will take credit for being willing to listen. My challenge to leaders is to always ask themselves, what did they learn from their team today?